It is a holistic approach aimed at profiling the employees of an organization for the purpose of increasing the percentage of top talent thereby leading to overall increase in productivity.
Organizations invest substantial amount of productive time and effort of senior management and top management on increasing organization’s productivity through a well defined selection process, performance management process, succession planning, employee retention, learning and development etc,.
We have observed over the years; that every organization has one set of employees who are highly productive and valued, who are bucketed or categorized as the top talent of the organization.
For example; two or three of the ten managers in an organization are highly successful and are categorized as the top talent of the organization, now would we not want to know the answers to the following questions?
- What made this set of managers as top talent?
- How are they different from others in spite of being selected on the same scale during the interview?
- Did other managers not have the required qualification or knowledge?
- Did other managers not come with required skills or experience?
- What have these successful managers got in them that others don’t?
- What can we do to make the other managers as successful as them?
- Is it their knowledge or skill or something else?
We did measure and test their knowledge and skills during the interview and they did meet the required standards, that’s how they are a part of the organization.
So, what else could be their success factors? We say it is the attributes that were different, that made them more competent than the others.
How do we scientifically define the success factors or competency?
Competency is the right combination of knowledge, skills and attributes required to perform a job effectively and efficiently. It is a capacity that exists in a person that leads to behaviours that meet the job requirement of the organizational environment, and thereby brings about desired results and exceptional performance on the job.
So, is it the competency? Certainly yes; competency can be observed and described in terms of Qualification, Experience and Specific behaviours; demonstrated by employees in different job roles. The attributes required to be successful in a said job are displayed by superior performers in that particular job role which can be identified and measured. The identified attributes can be incorporated in the selection process, performance management process, succession planning, and employee retention.
Data from Comprehensive Integrated Assessment can also help the learning and development function to inculcate the required attributes among other employees of the organization in order to improve employee engagement levels, identify the training needs, deciding the mode of training and to increase training effectiveness.
Required competencies differ for every organization as it is relative to the organizational environment, which is why an employee who is successful with one organization might prove to be a below average or average performer elsewhere or vice versa. So it is essential for organizations to identify competencies that are specific to them.
Now to increase the percentage of top talent; it is imperative for every organization to have well defined roles and a list of competencies required to perform a job efficiently, which will warrant for ‘competency mapping’ as well as competency based selection process, performance management process, succession planning, retention strategy, learning and development etc.
Statistics show that profiling of employees based on competency are used in over 89% of Fortune 500 companies*. Evaluations provide valuable information to managers regarding workplace behaviour, communication style, leadership potential, ability to make decisions and much more.
Advantages of Comprehensive Integrated Assessment
- Enhanced percentage of top talent and higher productivity.
- Holistic approach that makes an impact on, selection process, performance management process, succession planning, retention strategy, learning and development etc,
- Cost effective; Savings that comes from not having a misfit while hiring or even during promotions or succession planning.